A Checklist for Annual Review Season ✔️
Driving your own development before your end-of-year review.
We’re solidly sitting in Q4 2023 and you are weeks (maybe even days) away from an automated HR email telling you that your end of year review is coming.
Fear not! As my seasonal gift, I’ve compiled a checklist of tips and tricks to ensure you
put your best foot forward - for reviews or promotions
thoughtfully support your colleagues and
do it all efficiently, protecting your time and headspace as the holidays approach
Whether your company has formal processes or it's an absolute free for all, going into the end of the year intentionally with a plan will give you peace of mind for the new year. I promise.
Reflecting on the year that was
Some version of performance reviews are usually mandated towards the end of the year. For many*, it feels like a slog but I’m here to reframe it as a great excuse to get your own house in order. This past year as a coach, I’ve seen too many people unprepared to job search or start interviewing when they needed to do so. Amongst the top 10 lists and Wrapped playlists, please help your future self by reflecting and detailing the year that was. It will make the start of 2024 and the years ahead much easier. Yes, years.
*I believe many of these exercises are also great for students.
Start with Self Reflection
✔️Big picture: Look at your 2023 goals
Before you get into the details, take stock of what happened this year and why it happened.
→ If you set professional goals, where did you net out? Take notice of what made the wins possible and the failures sting. Ask yourself: What partnerships, actions or circumstances helped you hit your goals? Conversely, what got in the way of hitting your goals and why?
→ If you didn’t set goals (no shame), reflect on what professional changes you endured. Ask yourself: How did my job change? How did the vibe at work shift? What are my relationships at work like now? Am I enjoying these changes or am I struggling with them?
✔️The details: Look at your gains and gaps
A favorite senior leader of mine introduced me to a quantifiable way to self assess. Rather than measure my performance against the roles and responsibilities of my current job, measure my performance against the roles and responsibilities of the job level above me. It’s a helpful way to see where I’m already ticking boxes and what gaps I have to fill to get to the next level.
The easiest way to do this is with company leveling guides, promotion packet requirements or job descriptions. All of these quantitatively assess current performance and readiness / gaps for future promotions. It’s also a great way to start planning to mitigate the gaps you uncover.
I.e. If I’m a Senior Manager I would use a level up (Director) to assess my performance…
Because your manager is likely responsible for promotions, or at a minimum advocating for your promotions, this is a great artifact to share with them. Gaining their alignment on what happened and arming them with details will only make their job easier.
Aside from your manager, having a tangible performance review in your pocket will save you SO much time and aggravation when/if you get re’orged under a new manager. As someone who’s had 4 managers in 2 years at a single company, it’s a practice I wish I implemented earlier.
✔️Build your experience bank
Related to the above, now - when you’re in it, not when you’re resume writing, trying to leave, getting laid off - is the best time to capture the details of your job. I like to call this building an experience bank. Use this time to document everything in detail. Don’t worry about polishing it, just get everything “down on paper” … both the wins and the losses.
These details get lost over time and it's important to capture them while they’re still fresh. You’ll then be able to accurately reflect back on these for future promotions and/or when you prepare to interview. And always, if possible, save all the important documents now. The job market is still weird and extra preparedness will serve you in the long run.
Give and get peer feedback
✔️Get peer feedback
Whether your company requires it or not, the end of year is a great time to request peer feedback. Along with managerial feedback, your peers can fill in the gaps to provide a more holistic look at your work. I’ve found doing some → all of the below makes this process 10x easier.
Ask for feedback, don’t assume you’ll get it. Feedback is a gift. I’ve worked at companies where everyone asks everyone for feedback. Quality > quantity. Ask your top collaborators for feedback first. Let them know why their feedback is important. Don’t be shy asking coworkers you’ve had a harder time with for feedback too. Constructive feedback is extraordinarily helpful.
Option for anonymous feedback. But for potentially sensitive feedback, give coworkers the option to send constructive feedback directly to your manager. Even if it's uncomfortable to hear, constructive feedback will serve you in the long run.
Give your coworkers a template. Make it easier for them to complete feedback by giving them questions to answer. Keep it brief. They’re likely doing this alongside other work they have to do. I like something short and sweet:
What should I stop doing?
What should I start doing?
What should I continue doing?
Provide a deadline. Give people a deadline expectation. Also, give people the option to opt out (Again, feedback is a gift).
✔️Give peer feedback
All the above applies for giving feedback, too. When you’re asked for feedback, you’re allowed the same courtesy in return - even if you’re giving feedback to a higher up.
Be specific in your feedback. Telling someone they did a great job doesn’t really do anything. If you think they’re doing great, tell them why.
Decline politely. If you don’t have anything to offer, it’s within your right to politely decline.
Get the most out of your manager’s review
✔️ If you have a formal end of year performance review, get prepared.
Make sure you know what to expect. The HR email you got is likely a good place to start. But if you don’t have that, ask your manager to explain the end of year review process.
With those expectations, make their job easier.
Use frameworks, like the samples above, to detail out your work this year. There’s a good chance your manager doesn’t know about everything you did. This is the time to make sure they get the whole picture.
Send them peer feedback you receive.
Do all of this before they have to put your review together.
✔️ If you don’t have a formal end of year performance review, ask for one! This is a great time to assert yourself and drive your own development. It’s an impressive step to take and one that will likely be rewarded.
Prepping for the year ahead
As we round the bend in 2023, use the tools above to get ahead in 2024.
Set some goals. Decide which experiences or gaps you looking to fill and in what time frame. Learn more about your company’s learning & development budget. Find a class, a skill, a coach that will help you build towards achieving your goals.
Then, take a holiday break. You deserve it. 😎
I’m opening up more coaching availability in the new year. If you or anyone you know is looking for a thought partner in 2024, I’d love to meet you/them!
What can feel so overwhelming about EOY reviews is how it can feel like so much is out of one’s control, but that’s not actually the case. Thank you for outlining where one can have agency as well as showing up for the process overall. Love the tips + your frameworks and will certainly be sharing!